Goal Setting - Point of View Coursework Example | Topics and Well Written Essays - 250 words

Goal Setting - Point of View - Coursework Example For instance, a clear goal should take into consideration the parts of your day to day work that make you happy or frustrated. This helps to deal with different scenarios that may emerge while you carry out your duties. This also helps you to assess your interactions with your boss so as to be able to take corrective measures that can improve the chances of attaining the desired goals. The other important idea that should characterize goal setting for 2015 is that a specific goal should be measurable. This helps the user to be in a position to establish if the desired goal is attainable. This helps you to know that you are on track. If not, then necessary adjustments should be put in place to make sure that the desired goal is achieved. A well defined goal should be realistic, measurable and attainable. The avenue to be followed towards the attainment of the goal should also be clearly outlined so as to make it easy to attain the desired

Concrete shelters Essay Example for Free

Concrete shelters Essay Every human being has their own needs in their life either from the nature of their personal necessity or merely wants. In this aspect, these necessities in the human life were actually needed fro the sake of sustenance and the general aspect of the survival of their own existence. In the society of humankind, each individual needs varies depending on the personal views and values of the actual person involved in it and how his or her perspective in life relate to it. In this aspect, one of the considered most important necessity in the life is the shelter of each individual. This shelter can either take the natural or concrete form or the abstract one relying solely on the view of the particular individual involved. Concrete shelters are material manifestations of the word relating to the house or constructed unit meant for personal or the family’s protection. From this protection, people derive comfort and security from their concrete houses with its sturdy and reliable walls, secure roofs and doors denoting privacy and security. On the other hand, abstract homes are the ones that take a more personal view regarding the concept of home. In this aspect, people seek comfort, love and compassion in each of their houses where they desire to feel caring and nurturing from the people they share their home with. Families, marital couples, friends and relative share their homes with each other to satisfy their needs for emotional bonding, social relationship and to incite and receive love form one another thus satisfying their desire for establishing their personal abstract homes. These two definitions often come in contrast with other wherein actual modern homes commonly lack one aspect. However, dwellings of any sort that satisfy both of the said definitions are the ones that are considered indeed perfect homes for the society. Thus, each person has his or her personal needs and preferences in a home they wish to live and be comfortable with. In this same aspect that this writer also has his own requirements for a home which he specifically require as needed foundation of his preferred home. Two of these things are the sense of security in both direct physical manifestations and personal aspect and the sense of emotional stability. First, the sense of security is indeed desired by each individuals not only this writer but also practically all of the people in the society. Homes are basically structural unit to secure people of their individuality and privacy as human beings apart from their society. In addition, homes are also security foundation of the people from adverse forces of nature as human beings struggle for their survival. Second is the need for the comfort and love in one’s home that is why people only invite other individuals who they are comfortable with in their homes. Homes are meant for strengthening and establishing the foundations of human relationship for later years thus, individuals in their homes must complement and respect each other as one of the prime necessity of their home. In this aspect that people resort to different ways and approaches implement their necessities for their own personal homes. Some people concoct different architectural strategy to achieve feats for strengthening and securing their homes against forces of nature and forces of the society. To achieve their sense of security that they can rely on, society has obviously developed their standards for home construction and improvement resulting to modern structural design of present houses. Indeed, modern concrete houses are much stronger compare to primitive huts and caves for the security comfort of the society. On the hand, homes of the present are also able to preserve the emotional stability of the relationships of their tenants. For this writer, emotional understanding is a prime necessity in his home that only people he is comfortable or with a relationship are the ones welcome or have access to his home. He indeed considering his dwelling a personal sanctuary for his emotions and personal relaxation that it is private to the society in general but a comfortable place for his loved ones. Thus, each individual has their own personal requirements for their homes and that they tirelessly to acquire for their own satisfaction. In that very own aspect that the author Linda Hogan wrote his essay entitled Dwellings as she elaborate her personal views regarding the aspect of personal homes. In her literary work, she explicitly presented that home starts with simple structural unit to live in. Gradually, people starts to develop their own homes to satisfy their personal needs and wants such as emotional companion and love thus they establish relationships and dwell in their homes. This is then followed by developing their homes as a couple where they are comfortable with their own personal needs and with this, modern homes are then created originating from their primitive predecessors. At first, they was no doors but only simple openings and then people starts to realize they need it and then apply it in their homes until develop as it is. Thus, the development of the structural and conceptual aspect of homes are directly related to the needs and wants of the people dwelling in it. In addition, Hogan stated in her essay that homes are also structural units for the personal side of each individual where they can share emotions and love with each other. Consider her example of the different structural units that are simple yet they house to different kinds of animals where they all struggle for their survival. They all consider this unit as their home indeed as this simple structure give them all of the necessity they need. On top of that, the aspect of their family unity give these animals a perfect reason why they should stay regardless of the simplicity of the structure. In like manner that some people also consider their simple houses as their perfect home as here they found the elements of love, care and passion each individual seek in the society. Indeed, homes are not a matter of structural feat or architectural design but a sanctuary satisfying the personal needs of the individual particularly with his or her personality as a human being.

Establishing The Private Universities In Sri Lanka Information Technology Essay

Establishing The Private Universities In Sri Lanka Information Technology Essay Human Resource of a nation forms the sound basis for its sustainable economic and social development. Human capability development is an essential precondition for successful achievement of poverty alleviation, sustained economic growth and social progress. As the economy of a country grows, the demand for different types and levels of skills in different sectors expands. In the context of the globalization, it is necessary to develop appropriate human resource required to meet the changing demands. More over to day we are in a knowledge base economy. In this context higher education is utmost important. And also investment in education is a long term investment. As a prime organization in the world UNESCO recognized education as the most important single factor for a countrys development. More importantly when we consider about the national interest of the country high education has close bearing on it obviously. AIM 2. The aim of this paper is to examine the implications of emerging private universities in Sri Lanka in order to identify reachable solutions for not to get effect the existing system. PRESENT SITUATION OF THE ISSUE 3. The establishment of private universities was a topic in Sri Lankan media for the last few years. There were attempt being taken during last two decade but due to the influences raised by the different societies and public indicating that it could have serious implications for social stability they were hindered times to time. Even though at the mid of last year there are around 78 private institutions which offer degree courses were operating without direct link to higher education ministry. But today it has increased and set up being arranged to open up private medical colleges which produce doctors also. 4. The issue was again highlighted due to the reason that few of them were emerge recently. Among those most sensitive issue was opening of private medical colleges make huge cry in the recent past in the country. Due to that there were series of protest launched by under graduates with country wide awareness program followed by few of demonstrations. Beside it became a storm centre in the politics in this country. 5. As the ministry of higher education recently reviled, there are around seventy three private institutes have established in the country. Some of them have commenced degree courses. Even though these institutes had no direct link to the higher education ministry they prepare students for the degrees offered by foreign universities with having their registration at the Board of investment .They have registered as private companies. Although ministry is still preparing legal drafts and standers for the establishment of branches of foreign universities in Sri Lanka .According to their sources there are eight private university institutes which have been given recondition under section of 25 A of the universities Act to awards some selected degree program . Specially about the recent emerge private medical collages they maintain on par with provisions of Regulation for the Medical Education (Minimum Standers) Regulation No. 1 of 2008 of the ministry of Health by extraordinary Gazette Notification No. 1590/ 13 dated 23 February 2009 and the WHO/ WFME guide lines on accreditation in basic medical education. 6. Its significant that the existing system for the higher education in the country is pacing number of serious problems .Over the decades issues are getting more complex where at this point which cannot amendable to simple solution. Due to quantitative and qualitative limitations the nature of this mater becoming worst to national interest also. THE EXISTING UNIVERSITY SYSTEM IN SRI LANKA 7. The university system in Sri Lanka operates within the framework laid down in the Universities Act No. 16 of 1978. The selection of students for admission to undergraduate courses in the universities is a task assigned to the University Grants Commission (UGC) under the said Act. The UGC carries out this task in consultation with the Universities, Campuses, and Institutes. The UGC selects students for admission to undergraduate courses. Following Higher Educational Institutes have setup under the Universities Act and the name of these are attached at annex A. a. National Universities 14 b. Campuses 03. c. Institutes 05 ADMISSIONS POLICY 8. Admission of students to universities in Sri Lanka is being done on the basis of an admission policy laid down by the UGC with the concurrence of the government. Policy for selection of students for admission to universities is based on the rank order on average Z scores obtained by candidates at the particular G.C.E. (A/L) Examination. Z scores are released to candidates by the Commissioner General of Examinations. MINIMUM REQUIREMENTS FOR ADMISSION 9. Candidates who are pronounced eligible by the Commissioner General of Examinations should have to obtained; a. At least S grades; in all three approved subjects. b. A minimum mark of 30% for the common general paper. 10. With all of above, the challenges face by some of our public universities are enormous. Few of them are shortage of qualified academic staff, lack of facilities for students, lack of training programs for academic staffs, problems of salaries increment, students clashes, struggle with politicians are some of these challenges. DO THE COUNTRY HAS A REAL REQUIREMENT TO ESTABLISHING PRIVATE UNIVERSITIES 11. What I see in this issue the significant factor is quantitative limitation. Admission to universities is extremely competitive. Prevailing state- run universities are not in a position to accommodate the number of students who get qualified annually. And also the government could not able to find out a solution overnight to expand or open new universities in the country. When we consider about statistics in year 2009, there were 250000 students who sat for G.C.E. Advance level examination and 130,000 were qualified for university entry. Out of 130,000 students only 21,547 students were selected into the state universities. This will ended up with most of the capable and intelligent students from both urban and village areas are deprived of their higher education by denying entry to universities. Hence these valuable resources will become underutilized resources even though have the talents and willingness, this unfortunate system have denied their opportunity of getting flourish. Apart from that following reasons can be identified as some of reasons for need of private universities. a. Lack of Doctors. It is significant that lack of doctors is a burning issue to the country .Ratio wise, when compared to the population, the number of doctors in this country is very low. It is about 60 doctors per each 100000 people, where country like Italy having 590 doctors for the same. The state sector could annually produce only 1600 doctors. There for Sri Lanka needs private medical colleges since the state-runs medical universities alone can not meet the demand for doctors. b. Loss of foreign exchange. To day competitive worlds job market demanding professionals and skilled workers. Rather sending unskilled ordinary workers we can earn quit considerable higher amount of foreign exchange to the country. Same way today considerable amount of students from middle class and above are going abroad spending thousands of dollars to do their higher studies. In future it could increase many more due to the emergence of international schools in the country. Even with lot of difficulties parents wont decide to stop loving childrens education half way. Then it will boost up spending of foreign exchange. c. Providing services for world job market. Increasing opportunities to develop human resources in a country like Sri Lanka is much important to achieve economic and social development. Because country like ours could not gain sustainable industrial development in a short term process. d. Competition. According to the capitalist theory and the competition it will enhances the quality of goods and services to stand against the competition. It also can recognize as a factor to be considered. RELATED ORGANIZATIONS VIEWS ON THE ISSUE 12. When we consider about the views of related authorities, some of them are opposing private universities due to varies reasons .Few of those organizations views are listed as follows. a. Ministry of Higher Education. Higher educational ministry recently reviled that, there around seventy three private institutes which offered degree courses. These institutes had no direct link with higher education ministry. b. University Grants Commission (UGC ). The Chairman of UGC has reviled that these private universities and medical colleges would not come under the purview of the UGC. The institutions would be established as Board f Investment projects. There is still no system to monitor them. c. Government Medical Officers Association (GMOA). Assistant Secretary of the GOMA has said that, the GMOA has not taken any decision so far on the issue of establishing private medical schools in the country. d. All Ceylon Government Medical Officers Association (ACGMOA). President of ACGMOA has said that they are totally against the private medical college project as it could lead to create substandard medical professionals. They are claming that, it would open opportunities for those who unqualified to the medical sector. Further they are in a opinion that any person who just gets thought the advance level exam in Bio Science stream could become a doctor if he or she has got the money and no one to assure their knowledge and skills? e. Inter University Student Federation (IUSF). Convener of the (IUSF) has opposed due to reason that free education is been privatized with the blessing of the government. They are with the opinion that, the plan to set up private universities is a severe threat to the free education system. DEMERITS OF PRIVATE UNIVERSITIES 13. When we consider about private university concept for higher education sector with out proper planning and consideration it could cause multi dimensional effects to the countrys education system. Even though it carries number of positive effects less negative effects could cause entire system ineffective and change. When I study about this mater in an unbiased stance following demerits were identified. a. When we consider about the population distribution in the country, it has reviled by a recent concession out of 20 million of population more than 17 million population consist with rural areas. Out of that about 13 million people counted to rural poor community. With that we could derived that, most of university students are coming from rural areas and from poor families. Since the independence Sri Lanka has been providing free education at least without charging tuitions fees for university education. With the blessing of that they have benefited to access the knowledge with out any of social disparity. Establishment of private universities will lead state university staff being designated to private universities where they will be paid higher salaries. It is a one of significant issue at present among the enormous problems of state universities having and it could directly effect to destruction of state universities. Then above mentioned major group will come across an unfortu nate situation. b. With the establishment of private universities in the country it will lead to a competition between state runs universities. If the private sector will become stronger and ahead of state universities it could lead to a draw back. As usual vulnerability of getting affected is higher than grooming up. Apart from that I have identified following questions and the possible answers could stand as demerit to the issue. c. These proposed universities will be profit making institutions and if they do not make profit then what will happen? d. If the ministry of higher education dont have viable concern with these institution, who will ensure the credibility of these organizations? e. When it formulate comprehensive legal frame work? g. Who will monitor the quality of these degrees? what recognition will it gain in future? h. With introduction of private universities, will Sri Lanka may experience some western cultural influence in students university life? SUMMERY 14. Today high education is a paramount important factor to consider by any country on its perception. It will decide the future perspectives in order to pace many of challenges. Since today we are in a knowledge base economy, national level close concern is much needed to ensure effective functioning in this sector. 15. When we consider about introducing of private universities to higher education system is a very sensitive mater which has multi dimensional results to the country .It should require careful planning in national level. Any rush job that does not consider quality, viability and sustainability of new private universities is condemned to failure. It will simply discredit the private university system as a whole and vindicate those who are opposed to private universities. Above all, the community too will lose a valuable opportunity to enhance its higher education opportunities. 16. All higher educational institutions should function under the preview of the state and monitored by its agencies. This is more important due to the reason that it has close bearing to the national interest of the country. Beside the provision of higher education facilities has a close relevance to social equity issues. In that university system of a country plays a vital role to produce well educated resource personal to the country. 17. While the opportunity provided by the free education system should be acknowledged with gratitude it is now quite obvious that State universities alone cannot guarantee every qualified students right to a university education. Therefore establishing of private universities will increase the opportunities for higher education. RECOMMENDATIONS 18. Based on my study and findings it could give following Recommendations to overcome de merits and develop our higher education system: a. Set up an independent commission to study and examine the entire system of higher education in Sri Lanka. The importance of having such an authority is to makes the entire approval and continuous surveillance process free from politics. b. The government would need to bring these private universities under its purview and supervision to ensure that they impart a quality education. This responsibility state should have to bear up. More importantly, Sri Lankan policy makers on education should study about how other countries handle the private universities. c. University system has to be extremely separated with political influences. Who ever promote such allies strict actions has to be taken. As I mentioned above who ever recognized body should given due authority and responsibility sent out those student who misbehave from the universities. The university sector has to be functions with fewer or no disturbances. d. More importantly, Sri Lankan policy makers on education should study about how other countries handle the private universities and how evaluate the possibilities of making this private entrepreneurship fruitful in this sector. e. The government would need to bring these private universities under its purview and supervision to ensure that they impart a quality education. This responsibility state should have to bear up. f. Actions should be taken to enhance the capacity of UGC if it is charged with the task of assuring quality, overseeing financial viability and continuous surveillance of the private universities to be set up under the new system. g. Introducing English medium at universities is timely needed policy at this age of globalization and information revolution. But it has to be done in a gradual process. then it will make more easy to access to the knowledge. On the other hand it will make state universities on par with private universities with out making gap. h. Actions should be taken to enhance the capacity of UGC if it is charged with the task of assuring quality, overseeing financial viability and continuous surveillance of the private universities to be set up under the new system. i. One of important qualitative limitations is assurance of quality and recognition of degree program to be on par with those offered with reputed international universities. Due interest should taken by the authorities to find out these private universitys links, collation and affiliation with foreign universities. GN EDINADURA CR Major Annex: A. Higher Educational Institutes have setup under the Universities Act. ANNEX A TO DSCSC5/MISC/5043( ) DATED FEB 11 HIGHER EDUCATIONAL INSTITUTES UNDER THE UNIVERSITIES ACT 1. Universities. a. University of Colombo. b. University of Peradeniya. c. University of Sri Jayewardenepura. d. University of Kelaniya. e. University of Moratuwa. f. University of Jaffna. g. University of Ruhuna. h. Eastern University, Sri Lanka. i. South Eastern University of Sri Lanka. j. Rajarata University of Sri Lanka. k. Sabaragamuwa University of Sri Lanka. m. Wayamba University of Sri Lanka. n. Uva Wellassa University of Sri Lanka. o. University of the Visual Performing Arts. 2. Campus. a. Sripalee Campus. b. Trincomalee Campus. c. Vavuniya Campus. 3. Institutes a. Institute of Indigenous Medicine. b. Gampaha Wickramarachchi Ayurveda Institute. c. University of Colombo School of Computing. d. Swami Vipulananda Institute of Aesthetic Studies. e. Eastern University, Sri Lanka. f. Ramanathan Academy of Fine Arts, University of Jaffna .

Facts About Orthoptera :: essays research papers

Facts about Orthoptera Where they live.   Ã‚  Ã‚  Ã‚  Ã‚  Field crickets, the familiar black or brownish crickets are often abundant in meadows and fields. Also in dwellings or in small clusters in the ground. Tree Crickets are more often heard then seen. Usually colored green these slender crickets live in shrubs and trees. Mole Crickets can burrow rapidly through moist soil. They also can live in caves, hollow logs, beneath stones, and other dark moist places. Grasshoppers are also part of this group. They often become very abundant, and migrate in tremendous swarms. Destroying nearly all plants in their path. They like to live in wet grassy areas. Locust also contribute to Orthoptera. Locust plagues have been recorded since the beginning of history and are still one of the worlds major insect problems. Cockroaches are in this group too. Their are an estimated 3,000 cockroach species in the world. About 55 live in the U.S., and only 4 species ar common household pets. German cockroaches or Croton bugs, are common in the U.S. especially in the northern states. They commonly enter the house in bags or boxes from grocery stores. They tend to cluster in warm moist places around hot water pipes. They stay hidden when they are not eating. Eat   Ã‚  Ã‚  Ã‚  Ã‚  Crickets will eat holes in paper or in garments especially those soiled with persperation. They also eat young roots and seedlings, peanuts, garden crops, grain, clothing, and sometimes other insects and even each other. Grasshoppers are a different story. They eat crops and destroy millions of dollars a year in them. Cockroaches are just a pest and they eat almost any thing. Cockroaches feed on a great variety of foods, meats, cheeses, sweets, and starches(like the starch in clothing or in the glue like that in book bindings, and stamps.). When abundant they may also eat human hair, skin and nails. They secrete sticky, odorous fluid that may be lift on foods or materials. Movement   Ã‚  Ã‚  Ã‚  Ã‚  Cockroaches move very swiftly. They have 6 legs with 3 joints, as muscles contract at the base of the body the legs move. This motion causes a roach to lurch forward in rapid motion. Crickets have wings so they may fly. The movement of the crickets aren't the same as the grasshopper's. The grasshopper is an insect that can leap about 20 times the length of its body. If a human being had the same leaping ability as the grasshopper they could jump at least 20 feet. Helpful things they do.   Ã‚  Ã‚  Ã‚  Ã‚  In Russia roaches have been regarded as an antidote for dropsy. Also in Southeast Asia, and China the bits of meat plucked from around the legs of

Research proposal and literature review

Abstract This research proposal consists of several parts that provide a relevant direction for the development of a research project on the topic of talent management and knowledge management in contemporary organisations. The first part introduces the mentioned topic by providing adequate background details that aim at exploring the direct link between talent management and knowledge management initiatives used by companies. The second part is the literature review consisting of solid evidence obtained from management literature. The third part of the proposal includes the proposed research methodology, which is quantitative in nature, as the selected data collection method is survey. Advantages and disadvantages of this type of research methodology are clearly outlined along with the suggested model of data analysis. Part 1: Introduction and Background The present study intends to explore the close relationship between talent management and knowledge management as related to the constantly developing HR field. It is important to understand how the implementation of knowledge management activities can contribute to better functioning of modern organisations especially in terms of talent management procedures and reinforcing the potential of employees (Arthur, 2012). It can be indicated that the combination of talent management and knowledge management is beneficial for the operations present at companies (Aiman-Smith et al., 2006; Analoui, 2007). Talent management has been found useful to motivate employees to demonstrate their skills, as this would be possible through raising awareness about the importance of knowledge management. Different knowledge management concepts can be identified as directly related to talent management initiatives in organisations (Analoui, 2007). Such concepts are related to recognising the potential of k nowledge employees, presenting adequate orientation to create and share knowledge as well as demonstrate activities pertaining to the retention of solid knowledge. For that reason, the purpose of the study is to demonstrate the relationship between talent management and knowledge management. This issue has been adequately explored in the literature in an attempt to find out essential aspects pertaining to each of the two concepts (Armstrong, 2007). Yet it is expected that the present study can provide significant insights into different methods and strategies that relate to using the advantages of talent management and knowledge management in practice (Ingham, 2006). Three main research questions are identified for the present study: Research Question 1: What is the relationship between talent management and knowledge management in the context of contemporary organisations? Research Question 2: How can knowledge management contribute to extending the impact of talent management initiatives across organisations? Research Question 3: How can organisations improve the aspect of learning among employees as well as empower them? Such research questions are considered helpful and thus will be covered in the study by providing adequate answers. Specific objectives are identified for the study: To assess and enhance the impact of both talent management and knowledge management initiatives across organisations; To determine employee contribution and attitude towards the functioning of the organisation and outline of specific strategic goals; To include a series of recommendations on how the relationship between talent management and knowledge management can be enhanced to achieve optimal results Part 2: Literature ReviewIntroductionThis section of the study outlines major points related to the connection between talent management and knowledge management as outlined in the literature. The introduction of knowledge management programs is found beneficial to develop and enhance mechanisms of talent management initiatives. This in turn will result in more empowered employees who tend to be more satisfied with their job and thus more productive in the long term. A substantial part of the literature review section refers to exploring the link between talent management and knowled ge management. The emphasis is on the attitude demonstrated by employees regarding the combination of these two essential concepts of the HR field.The Link between Talent Management and Knowledge ManagementIt has been argued that talent management is mostly associated with enhancing the potential of new employees as well as recruiting and retaining existing ones. In the process of retaining employees, the focus is on the most competent and qualified workers in the organisation. Other elements emphasised by talent management include educational and training opportunities, progression planning, and organisational expansion (De Wit and Meyer, 2005). The benefits of talent management have been recognised in the literature (Aiman-Smith et al., 2006). Such an activity is subject to control by the HR department. Researchers have focused on the optimal ways that can be used to expand the skills of their employees, which would be possible through the development of relevant strategic objecti ves (Analoui, 2007). Organisations should be adequately prepared to correspond to any changes or aspects of financial performance. The contribution of talented employees should be considered in the process of organising adequate talent management and knowledge management initiatives. In addition, researchers have argued that the interrelation of knowledge management and talent management is mostly maintained for the accomplishment of particular strategic goals (Aiman-Smith et al., 2006). As a specific area in the HR field, talent management requires significant attention in order to utilise the optimal potential of employees in the workplace. On the other hand, knowledge management has been perceived as introducing regulatory mechanisms that can facilitate or motivate employees to achieve their full potential. This can be done through the creation, accumulation and application of solid knowledge mechanisms in the organisational context (Aiman-Smith et al., 2006; De Wit and Meyer, 2005). It has been identified that knowledge connection management is a specific field within the broad domain of knowledge management, as it has been considered such differentiation is important to expand the knowledge in modern organisations. The focus of employee performance has been emphasised in the literature especially in a direction of recruiting talented employees and advancing the possibilities of information technology (Evans et al., 2007). As a result, companies would be able to use and share knowledge in an efficient manner. The idea is to enhance organisational performance at all possible levels (Haesli and Boxall, 2005). The effective execution of talent management and knowledge management in organisations requires an adequately constructed process, which is related with the identification of talented employees, creating solid knowledge base, and sharing such knowledge efficiently. In addition, it is important to motivate employees to practice such knowledge in the best possible manner by demonstrating creativity and innovation. According to research, knowledge management mechanisms can be rather effective if they are combined with models of talent management and thus focused on the capabilities and structure of organisations (Green, 2000). It can be argued that knowledge management mostly relates to essential aspects of technology development and organisation, with the utmost goal to create adequate knowledge procedures across organisations. It is significant to note that successful knowledge management can be achieved if companies ensure efforts to combine these two areas of the HR field (Frank and Taylor, 2004). Knowledge management application can help organisations manage their knowledge base properly, while talent management application can reinforce the talent of employees and supervise them accordingly (Evans et al., 2007). In this context, it is important to differentiate some of the most viable knowledge management competencies to include dimensions of organisational behaviour, structure and empowerment of knowledgeable employees.Knowledge Management and Organisational CapabilitiesKnowledge management is a dynamic area of the HR field pertaining to the identification of essential capabilities and dimensions of organisational performance (Frank and Taylor, 2004; Green, 2000). The most relevant idea is to generate knowledge principles continuously, which would contribute to better functioning of organisations. The HR department is usually responsible for raising awareness regarding the importance of knowledge management and knowledge creation at all levels of the organisation (Evans et al., 2007). Therefore, it would be possible to identify knowledge management mechanisms as rather structured in nature as well as controlled by managers with the purpose to manage and control knowledge effectively. The process of accepting certain knowledge forms may be challenging, but the combination of knowledge management and talent management can significantly facilitate the performance of organisations (Evans et al., 2007). Knowledge management indicates the necessity to ensure constant reinforcement of certain HRM activities. Researchers have argued about the importance of measuring the performance of each employee especially through feedback, which has been found effective not only for the organisation but also for the professional development of employees (Frank and Taylor, 2004). In terms of performance, it has become important to implement a relevant strategy and present a strong vision; hence, companies are expected to introduce clear strategic goals for future initiatives that can combine successfully talent management and knowledge management. As a result, this would improve both the external and internal capabilities of the organisation, as shown in the literature (Green, 2000). However, short-term and past-oriented financial pointers cannot become distinctive indicators that can appraise the overall company’s performance anymore. In this context, intangible assets such as knowledge management and talent management rather than tangible financial assets are a measure of a company’s strategic value (Smart, 1999). As a result, knowledge management has emerged as a quite important branch of management in the sense of developing intangible asset monitor systems to evaluate performance indicators of the workforce as well as provide certain details about financial performance (Sewell, 2005). The intangible asset monitor is a system consisting of performance pointers that can link such intangible assets in a relevant manner. Moreover, the classification of intellectual capital has become a priority to many organisations in an attempt to enhance their internal structure and acceptance of certain criteria for employee performance, which may contribute to extensive growth (Frank and Taylor, 2004). For that reason, researchers have proposed the implementation of Benefit Cost Analysis (BCA) emerging as a strategic management parameter that includes both financial pointers and nonfinancial indicators (Green, 2000; Sewell, 2005). Such a strategic learning system is able to modify a particular business theory through the implementation of strict monitoring mechanisms. The goal is to assess an organisation’s knowledge management and talent management initiatives. At the same time, knowledge management emerges with significant objectives related to the improvement of all parameters of organisational knowledge, introduction of innovative mechanisms that support knowledge and motivation of employees (Evans et al., 2007). The combination of knowledge management and talent management activities is useful for enhancing organisations to achieve essential strategic objectives through a clearly defined path of possibilities (Redman and Wilkinson, 2006). Yet, it can be indicated that knowledge management has not significantly contributed to the actual organisational performance. Its combination with talent management activities has been found a preferable option to enhance organisational performance (Green, 2000). The cost-effective parameters of such a combination of activities should be considered as well. Researchers have indicated that the BCA can realistically measure knowledge management and talent management performance through the method of cost analysis (Nonaka, 1994). In this sense, knowledge management refers to an entire philosophy of training employees in order to enhance their collaboration and integration within the organisation. Therefore, researchers have suggested the method of knowledge management scorecard (KMSC) as a relevant way to evaluate performance through the lens of knowledge management (Evans et al., 2007).Effective Combination of Talent Management and Knowledge ManagementThe conceptualisation of the link between talent management and knowledge management is required in order to expand the potential of employees to bring greater value to the organisation. Talent management has been found important in eliciting a sufficient amount of intellectual knowledge (Nonaka, 1994). In addition, the notion of talent management clearly adheres to the principles outlined b y strategic management. It aims to strengthen the dimensions of knowledge in organisations through the identification and reinforcement of talented employees, as the leading point made in the literature is that once these employees have been recognised, they should be retained in the long term (Sewell, 2005). The concept of talent management also refers to the affective domain of the HR department especially in terms of facilitating a proper vision for emotional intelligence. Various examples can be also found in relation to how talent management and knowledge management can be adequately combined to create the south positive impact and retain qualified and experienced employees in the long run (Sewell, 2005). It appears that there are plenty of successful companies that have demonstrated their aim to combine these two branches of management in an effective way. For instance, Igus, which is a leading manufacturer of energy systems in Germany, is a clear example of such successful organisations (Igus Official Website, 2014). The company is noted for its commitment to arranging all aspects of management in a clear and efficient way by reinforcing the potential of employees so that they can contribute to optimal organisational performance.ConclusionIt has been argued that the necessity of including both talent management and knowledge management in contemporary organisations can contribute to improved performance, productivity and adequate employer-employee relationships. The focus is on the formation and implementation of a clear HR strategy for organisations to operate in particular markets or industry sectors (Green, 2000). As illustrated in the literature review, the concept of combining talent management and knowledge management has been subject to extensive discussions among management scholars. It has been identified that both systems should be carefully considered upon the implementation of a particular organisational strategy. Scholars have focused on the necessity to direct the HR department in a proper direction by taking advantage of the strong aspects of both talent management and knowledge management (Evans et al., 2007). Yet, greater emphasis is put on exploring the effects of different knowledge management frameworks that could further lead to the accomplishment of various strategic management goals. This literature review also emphasised that the combination of talent management and knowledge management initiatives is associated with rather positive effects on employee performance and productivity as well as job motivation. The adoption of a positive attitude among employees is a clear sign of the effectiveness of the mentioned combination of management approaches. An extensive focus on the talent management and knowledge management initiative has been outlined in the research literature. Despite the usefulness of training and development programs, the mentioned initiative has been considered more important in relation to specifying long-term implications. In addition, different recommendations have been introduced of how to expand the positive effect of talent management and knowledge management activities in today’s organisations (Evans et al., 2007). The improvement of organisational control mechanisms has been extensively discussed in the literature. As a result, researchers have indicated the importance of extending employee learning and empowering them to succeed as professionals in a particular area of expertise (Green, 2000). Therefore, the presented literature review fulfilled the objective of enabling individuals to understand the complexity of the talent management and knowledge management initiative. Part 3: Research Methodology Prior to proposing the most viable research method to be used in this study, it is important to clarify that focusing on research philosophy is inseparable part of the entire research process. Quantitative research methodology is considered most appropriate to answer the presented research questions and achieve the stated objectives. In this way, the researcher needs to focus on collecting a substantial amount of numerical information that would be sufficient to explain particular research phenomena (Balnaves and Caputi, 2001). In terms of presenting a clear paradigm of research philosophy, the emphasis is on the use of positivist research philosophy, in the sense of providing an adequate explanation for human behavioural patterns from the perspective of cause and effect. The social environment has been identified as an optimal place to collect the information necessary for presenting research findings (Nonaka, 1994). Moreover, the possibility to achieve a high level of generalisabil ity of findings is a relevant way to ensure greater objectivity of the obtained information. to generalise the findings to the wider population.Advantages and Limitations of Quantitative Research MethodologyThe basic aspect underlying the specificity of quantitative method is its focus on retrieving sufficient numerical information, which would allow the researcher to conduct an in-depth statistical analysis (Balnaves and Caputi, 2001). The retrieval of quantitative data is statistically dominated and thus emerges with substantial accuracy considering that it is not open to various interpretations as in qualitative research design. One of the benefits of adopting quantitative research methodology is that it contributes to the easy collection of data, as it can be visually presented with charts and figures. Another benefit of this type of methodology is associated with the possibility to carry out a research at a large scale due to inclusion of extensive statistical details (Green, 2 000). A disadvantage of the research method selected for this study is that it may represent a rather costly option compared to qualitative research design (Vogt, 2006). A second disadvantage of quantitative research methodology relates to changing numbers as a result of specific operations and calculations, as this may have a negative impact on the overall results obtained in the study (Nonaka, 1994).Sampling ProcedureThe sampling procedure used to construct a relevant sample of participants is random sampling, which refers to selecting individuals on a random principle (Balnaves and Caputi, 2001). There is a sense of unpredictability associated with this sampling procedure, as the intention of the researcher is to ensure optimal objectivity of results. It can be stated that all people from a particular segment have the equal chance to participate in the study. The simple technique pertaining to random sampling is the availability of random number tables, which serve a notification purpose in the sense of informing the researcher to select study subjects at a particular defined period and thus participants are generated on a random principle (Vogt, 2006). However, it should be noted that the use of randomisation devices may be also considered in this study, as it has been found to produce effective results in terms of avoiding bias in research (Maxim, 1999). The application of random sampling is a proper way to produce legitimate results as well as adequate findings and implications for long-term practice. It is important to indicate that the results obtained from randomly selected participants are perceived as credible and accurate and thus such a sampling technique should be preferred in the research process (Balnaves and Caputi, 2001). However, there is a significant challenge associated with the selected sampling technique. It obviously cannot include all representatives of the general population, which may result in the formation of sampling errors. There is an aspect of uncertainty, but this usually emerges with any method and thus the researcher should be prepared to address similar concerns (Maxim, 1999). In order to accomplish the research objectives outlined in this study, the researcher considers the formation of a sample that consists of 250 senior managers employed in a UK based financial institution.ValidityThe aspect of internal validity is important in research, as it relates to evaluating whether the study can assess what it was initially outlined. In addition, validit y refers to determining whether the obtained results can be considered truthful. There is also an aspect of external validity, which is associated with achieving a high level of comprehensive research results in the sense that they find a broad application in various research settings (Vogt, 2006). Thus, it is assumed that the present study has an adequately high level of internal validity because of the lack of insufficient knowledge on the topic or improperly introduced arguments. However, it should be considered that data insufficiency may pose a significant risk to ensuring validity of data. It is important to avoid situations leading to the generation of low internal validity from research findings (Carmines and Zeller, 1980). In addition, certain instrumentation issues in relation to the data collection tool may create additional challenges in the process of ensuring internal validity. The possibility to generate invalid scores is also clear and similar situations should be apparently decreased in the organisational context. The issue of order unfairness is a concern which is also considered in the present study, as the focus is on the order of particular involvement conditions that should not be removed from the precise effect of those conditions (Carmines and Zeller, 1980). Other threats considered in the present research include particular errors in statistical analysis testing, improperly constructed correlations and the emergence of causal errors, which are most likely to appear in the data analysis process. In terms of exploring the dimensions of external validity, it is important to consider its important role in determining outcomes in quantitative research. External validity refers to drawing more general inferences in relation to the collection of data among participants. Specific time periods and settings are important in determining the study results, b ut there are problems in relation to external validity that should be adequately considered. The major problematic issue is related to survey population, which is followed by time and attempts to ensure a sufficient level of environmental validity (Balnaves and Caputi, 2001). In terms of testing survey population validity, the researcher is concerned with the idea of whether specific inferences can be obtained from a particular population segment. In case bias is demonstrated throughout the research process, it is clear that external validity is subjected to substantial threat. Furthermore, in case the sample size is considered insufficient or lacking characteristics of randomness, it may appear that the respective calculations are irrelevant. The process of achieving greater generalisation of results to the wider population may be problematic. The concept of time validity may emerge in order to demonstrate the degree to which obtained research findings can be comprehensive as related to other time periods (Carmines and Zeller, 1980). There may be certain changes occurring in the connection between variables, implying that the perceived level of time validity in this case would be rather low. The notion of environmental validity shows that the retrieved results can be comprehensive across a variety of settings. Despite the assumed high reliability and accuracy of the selected research methodology, it should be noted that achieving proper international generalisability may be a problem especially when it refers to small surveys and case studies (Carmines and Zeller, 1980). In conclusion, it can be argued that the notions of validity and reliability are more applicable to quantitative research than qualitative research. Part 4: Data Analysis The process of conducting an in-depth data analysis is fundamental to achieve the research objectives of the study. Considering that the proposed data collection tool is survey is important to implement statistical analysis, which is properly constructed. Yet, it should be considered that the researcher may provide various alternative ideas in terms of analysing the information obtained from research participants (Vogt, 2006). It is important to adhere to a properly constructed strategy of data analysis considering that extensive knowledge of working with survey data is essential throughout all stages of the data analysis process. There are different paths of analysis that can be followed by the researcher in this study, as the most important aspect is to recognise the specific audience and research objectives, and thus the implementation of an appropriate analysis tool to interpret the data would be possible (Maxim, 1999). The initial stage of data analysis is represented by Exploratory Data Analysis (EDA), which indicates that the researcher initially looks into the data set in order to determine specific categories that will be later grouped for analysis. It is a preliminary form of data analysis (Vogt, 2006), but the essential part of the process is to derive the main findings from the collected survey data. It is important to make sure at this stage that analysis files are adequately consistent with one another because the issue of data analysis inconsistencies may be quite problematic in the long term (Maxim, 1999). It is also important to mention that the survey results can be analysed with specific software applications, which are intended for similar purposes. Other basic aspects to be considered during the data analysis process include filtering, comparing and showing rules as well as using saved views of the data set. Once the researcher prepares a summary of the retrieved data, the next step would be to focus on individual responses and exporting charts. As mentioned in the research literature, the use of charts and figures significantly facilitates the visual presentation of the research findings (Vogt, 2006). References Aiman-Smith, L., Bergey, P., Cantwell, A. R., and Doran, M. (2006). ‘The Coming Knowledge and Capability Shortage’. Research-Technology Management, pp. 15-23. Analoui, F. (2007). Strategic Human Resource Management. London: Thomson Learning. Armstrong, M. (2007). A Handbook of Employee Reward Management and Practice. New York: Kogan Page. Arthur, D. (2012). Recruiting, Interviewing, Selecting & Orienting New Employees. New York: AMACOM. Balnaves, M. and Caputi, P. (2001). Introduction to Quantitative Research Methods: An Investigative Approach. Thousand Oaks, CA: Sage Publishing. Carmines, E. G. and Zeller, R. A. (1980). Reliability and Validity Assessment. Thousand Oaks, CA: Sage Publishing. De Wit, B. and Meyer, R. (2005). Strategy Synthesis. London: Thomson Learning. Evans, W. R., Novicevic, M. M., and Davis, W. D. (2007). ‘Resource-Based Foundations of Strategic Human Resource Management: A Review and Extension’. International Journal of Learning and Intellectual Capital, vol. 4(1-2), pp. 75-91. Frank, F. D. and Taylor, C. R. (2004). ‘Talent Management: Trends That Will Shape the Future’. Human Resource Planning, vol. 27(1), pp. 33-41. Green, M. (2000). ‘Beware and Prepare: The Government Workforce of the Future’. Public Personnel Management, vol. 29(4), pp. 435-443. Haesli, A. and Boxall, P. (2005). ‘When Knowledge Management Meets HR Strategy: An Exploration of Personalization-Retention and Codification-Recruitment Configurations’. International Journal of Human Resource Management, vol. 16(11), pp. 1955-1975. Igus Official Website (2014). About Igus [online]. Available at: http://www.igus.com/AboutIgus [Accessed on: 20 Oct. 2014]. Ingham, J. (2006). ‘Closing the Talent Management Gap’. Strategic HR Review, vol. 5(3), pp. 20-23. Maxim, P. S. (1999). Quantitative Research Methods in the Social Sciences. Oxford: Oxford University Press. Nonaka, I. (1994). ‘A Dynamic Theory of Organizational Knowledge Creation’. Organization Science, vol. 5(1), pp. 14-37. Redman, T. and Wilkinson, A. (2006). Contemporary Human Resource Management-Text and Cases. Harlow: Pearson Education. Sewell, G. (2005). ‘Nice WorkRethinking Managerial Control in an Era of Knowledge Work’. Organization, vol. 12(5), pp. 685-704. Smart, B. D. (1999). Top Grading: How Leading Companies Win by Hiring, Coaching, and Keeping the Best People. Paramus: Prentice Hall Press. Vogt, W. P. (2006). Quantitative Research Methods for Professionals in Education and Other Fields. New York: Allyn & Bacon.

Creating Climates for Learning for Diverse Learners Essay

In the case of Pon, it makes sense that his behavior and learning problems do stem from the fact that he is different from his peers. In his age group, it is usually the case that being different results to being discriminated against (Rogers, 2004). Rather than forcing the child to â€Å"fit in† with his classmates, it would be more appropriate to channel his differences to positive learning experiences. Activities that promote the showcasing of individual differences such as â€Å"show and tell†, or â€Å"talent shows† may be incorporated to allow the class to express their ideas and make each other see how different they are from one another. In discovering their differences, each member of the class would realize that being different is not such a bad thing. These activities would make Pon feel more confident about his unique identity and make his classmates appreciate him more. Once his classmates are able to see that Pon also has talents that he can share with the class, there will be a greater possibility that his peers would interact with him. In the case of Araceli, her limited English speaking skills can truly be a source of personal frustration and depression. In order to combat these dangers, her teachers should provide opportunities for her to appreciate her speaking abilities in Spanish. This can be done by asking her to join speech competitions in Spanish. While her language teachers should remind her about the importance of learning English, they should also applaud her for her fluency in Spanish and inform her that Spanish itself is a major language. In both cases, it is important that teachers do not make the mistake of affirming student differences as negative traits. Teachers should help students celebrate their individual differences in order to build their self-esteem and make them more comfortable with the learning environment. Reference Rogers, J. (2004). Pedagogy: A Multicultural approach 3rd Edition. NY:

How Long is the ACT with Extended Time

How Long is the ACT with Extended Time SAT / ACT Prep Online Guides and Tips Students with documented disabilities who would like extended time on the ACT can request one of two options: National Extended Time, which entails 50% additional time, or Special Testing, which varies by student, includes more than time and a half, and tends to take place over multiple testing days. This guide will take a deeper look at the options for extended time on the ACT, and how long the test-taking experience is for students with these accommodations. To begin, who qualifies for extra time? Who Qualifies for Extended Time on the ACT? In order to qualify for extended time on the ACT, students must have a documented disability. Usually students will have an Individualized Education Plan (IEP) or 504 plan at school, though this alone doesn't automatically qualify them for ACT accommodations. A school coordinator will have to make the request, making sure to specify the accommodation needed and provide in depth documentation. Processing takes about four weeks, so requests should be made early. If the request is denied for some reason, it's possible to appeal - another good reason to apply as early as possible! Eligible students may have documented learning disabilities, ADHD, autism spectrum disorder, or medical conditions. Whatever the reason, these students will benefit from having extra time on the test, whether it be the 50% National Extended Time or a greater time allowance with Special Testing. Let's take a look at the differences in testing schedules between these two options. How Long is the ACT with Time and a Half? Without extended time, the ACT lasts 2 hours and 55 minutes, or 3 hours and 35 minutes with the optional 40 minute essay. The sections are always given in the order of English, Math, Reading, and Science, with the choice of the essay at the end of the test. With time and a half, students are allowed 5 hours for the ACT without Writing and 6 hours for the ACT with Writing. They receive the sections in the same order, but with one important difference: students with National Extended Time are allowed to self-pace throughout the test. Instead of having to stick to a certain section, they can distribute their time as they like between English, Math, Reading, and Science. Students not taking the essay have 5 full hours to complete these sections as best fits their test-taking style. In this way, this accommodation both eases the intense time pressure of the ACT and helps students choose how to divide their time most effectively. Extended time does not necessarily mean extended or extra breaks. If students need more than the typical 10 minute break after Reading and 5 minute break before the essay, then they will have to make a separate request for this. Students taking the ACT with 50% additional time will test at a national test center on an official testing date (a Saturday morning). Given the additional time, what will their test day schedule look like? Test day will have an early start. Test Day Schedule with Time and a Half Unless students arrange to have an alternative testing date for religious reasons, they'll take the ACT on a Saturday morning at a national testing center (often, but not always, their own high school). Students are typically required to be at the testing room by 8:00 AM. I would advise getting there by 7:45 at the latest! Doors close at 8:00, and latecomers won't be admitted. The test itself begins between 8:30 and 9:00, since it takes time for proctors to check everyone in, get them seated, distribute materials, and have students fill out their biographical information on the scantrons. Once all the logistics are wrapped up, the test will begin! Students without accommodations are typically dismissed around 12:15 (or 1:15 with the essay). Students with time and a half, on the other hand, will be dismissed around 2:30 (or 3:30 with Writing). Their time for check in and set up may be reduced, since they usually take the test in a small group of no more than 10 students in an extended time testing room. While time and a half is the most common time-based accommodation, Special Testing is also granted to some students. This additional time alters both the schedule and the location of the ACT. Location change for students with Special Testing! How Long is the ACT with Special Testing? Instead of testing on Saturday morning at the designated testing center, students who qualify for Special Testing and more than 50% additional time will test at their school. They'll take the ACT over the course of two or more days under the supervision of a staff member. The ACT will either be administered individually or in a small group of students with similar accommodations. While Special Testing extended time options vary, the most common is 100% additional time. In this case, students would take a single ACT section per school day before returning to their regular classes. Spreading the test out like this can be especially helpful for students with attentional issues, plus it gives students the chance to prepare specifically for each section the night before they take it. All in all, students with 100% extended time would have 90 minutes for the English section, 2 hours for Math, and 70 minutes each for Reading and Science. That adds up to a total of 5 hours and 50 minutes spread out over 4 days, or 7 hours and 10 minutes with the essay. Since students with Special Testing take the ACT at school, they don't necessarily share a specific testing date. Instead, they just have to complete all testing within one of the 3 week testing windows listed on the accommodations request form. For 2015 to 2016, these windows are September 12 - October 4, 2015 October 24 - November 15, 2015 December 12 - January 3, 2016 February 6 - February 28, 2016 April 9 - May 1, 2016, and June - July 3, 2016. Because they have some more flexibility in testing dates, students with Special Testing should register for the time that best fits with their schedules and any college deadlines. Apart from 100% or more additional time, Special Testing may include alternate accommodations like braille, DVDs, or a computer for essays. Students applying for accommodations do so for all different reasons and to support all different needs. To best meet their needs and improve their ACT experience, students, parents, and school coordinators should start planning early for time extensions, as well as determine exactly what accommodations they should request. Planning for Accommodations Extended time on the ACT can significantly help a student have a better test-taking experience and achieve a stronger score. The self-pacing option can be especially beneficial for a lot of students, as it reduces the stress of time pressure and allows them to divide the material as meets their needs. Since the approval process takes a while, and there's always the chance of getting denied and having to appeal, school coordinators should research accommodations, collect all the relevant documentation, and make their request as early as possible. By planning and preparing, coordinators can make sure students get the extended time they need through National Extended Time or Special Testing to perform their best on the ACT. What's Next? Are you deciding between the ACT and the SAT and wondering how extended time works on the SAT? Check out this article to see the options College Board offers (hint: more options, but no self-pacing). Exactly how long is each section of the ACT? Check out our expert guide on timing and pacing on the ACT. Rumor has it, the ACT has been getting more challenging and fast-paced over the past few years. Is this true or just hearsay? Read more about these claims that the ACT has been getting consistently harder in recent years. Disappointed with your ACT scores? Want to improve your ACT score by 4+ points? Download our free guide to the top 5 strategies you need in your prep to improve your ACT score dramatically. Have friends who also need help with test prep? Share this article! Tweet Rebecca Safier About the Author Rebecca graduated with her Master's in Adolescent Counseling from the Harvard Graduate School of Education. 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